Suzanne J. Peterson

Arizona State University | ASU · W.P. Carey School of Business

Faking one's emotional display to fit situational norms, otherwise known as surface acting, has long been regarded as harmful to employees at work. A nascent body of literature has begun to examine the detriments of surface acting beyond the workplace, particularly as they spill over into the homelife. We articulate how the transactional theory of...

Given the amount of time and effort individuals pour into work, scholars and practitioners alike have spent considerable time and resources trying to understand well-being in the workplace. Unfortunately, much of the current research and measurement focuses on workplace well-being from only one perspective (i.e. hedonic well-being rather than eudai...

Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We teste...

We examine whether chief executive officers' (CEOs') experiences occurring outside the work domain influence the performance of their respective firms. We suggest that the family-to-work conflict (FWC) that CEOs experience depletes their ability to selfregulate, thereby reducing their ability to make appropriately comprehensive decisions for their...

This study reconciles the positive and negative sides of CEO grandiose narcissism by examining the role that CEO organizational identification plays in moderating the effect of CEO grandiose narcissism on top management team (TMT) behavioral integration. We first distinguish between grandiose and vulnerable narcissism and we then draw on upper eche...

This study integrates literature on performance management and organizational behavior with input from managers to develop a 27‐item measure of performance management behavior. We used 8 samples, including multisource data, to develop a reliable multidimensional scale that replicated across samples. The scale demonstrated content validity, both con...

This study offers an examination of the relationships between chief executive officer (CEO) servant leadership, the executive characteristics of narcissism, founder status, and organizational identification, and firm performance in a sample of 126 CEOs in technology organizations. Analysis of data gathered over multiple periods revealed a negative...

Although theory suggests a link between authentic leadership style and follower positivity and performance, little empirical research exists to confirm this notion. Given that scholars have suggested that leadership studies have generally failed to adequately address or include organizational context in prior research, we examine whether two measur...

We provide an overview of how the emerging field of social cognitive neuroscience can be linked to leadership theory and practice. A number of challenges are addressed, including theory development, as well as technical, measurement and methodological issues. In addition, we review recent leadership research that involves neuroscience applications,...

The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross-sectional designs to examine these relationships. This study utilizes longitudinal data from a large fi...

This article examines the team-level factors promoting advice exchange networks in teams. Drawing upon theory and research on transformational leadership, team diversity, and social networks, we hypothesized that transformational leadership positively influences advice network density in teams and that advice network density serves as a mediating m...

Recent advances in the field of neuroscience can significantly add to our understanding of leadership and its development. Specifically, we are interested in what neuroscience can tell us about inspirational leadership. Based on our findings, we discuss how future research in leadership can be combined with neuroscience, as well as potential neurof...

Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at the individual and organizational level. However, to date, little attention has been given to PsyCap development through training interventions; nor have there been attempts to determine empirically if such PsyCap...

Using a sample of 79 police leaders and their direct reports (264 police followers), this study investigated the relationships of leader and follower psychological capital, service climate, and job performance. Hierarchical linear modeling (HLM) results revealed that leader psychological capital was positively related to follower performance, with...

This study examines the relationships among positive psychological traits (hope, optimism, resiliency), transformational leadership, and firm performance in high-technology start-up (n = 49) and established firm (n = 56) contexts, using structural equation modeling. Results reveal that the positive psychological traits of CEOs positively relate to...

According to Snyder's hope theory, high hope individuals possess more goal-related strategies and are more motivated to achieve their goals than their low hope counterparts. Therefore, we examined the relationship between hope and job performance using three different samples of employees of different job levels and industries. We found that more h...

This study developed and tested a theory-based measure of authentic leadership using five separate samples obtained from China, Kenya, and the United States. Confirmatory factor analyses supported a higher order, multidimensional model of the authentic leadership con-struct (the Authentic Leadership Questionnaire [ALQ]) comprising leader self-aware...

Conscientiousness and neuroticism, self-management practices, and perceived situational constraints were integrated into a model that predicts efficacy and performance. The model was tested using structural equation modeling with a sample of 228 undergraduate students. The results indicated that individual differences exist in self-management pract...

This paper examines the relationships among hope in its trait and state forms, goal orientation, verbal persuasion, and task performance. Results of a laboratory experiment involving 212 undergraduate students indicated that learning goal orientation was positively related to trait hope. Findings further indicated that trait hope was positively rel...

Unlike previous behavior management research, this study used a quasi-experimental, control group design to examine the impact of financial and nonfinancial incentives on business-unit (21 stores in a fast-food franchise corporation) outcomes (profit, customer service, and employee turnover) over time. The results showed that both types of incentiv...

This paper develops a model for understanding the positive contributory value of older workers (age 50 and older). Currently, older employees are perceived as expendable, a greater expense, and of less value than younger employees. Using a positive psychology perspective, we suggest that organizations have yet to become fully aware of the strengths...

Wanted: High-performance work practices to gain a competitive advantage. An increasingly common answer to this desperate call is 360-degree programs; unfortunately, they have, at best, mixed reviews when empirically assessed. This study found that a way to improve the effectiveness of 360s may be to combine them with coaching focused on enhanced se...

Although hope is commonly used in terms of wishful thinking, as a positive psychological concept consisting of the dimensions of both willpower (agency) and waypower (pathways), it has been found to be positively related to academic, athletic and health outcomes. The impact of hopeful leaders, however, has not been empirically analyzed. This explor...

Although technology still dominates, human resources and how they are managed is receiving increased attention in the analysis of gaining competitive advantage. Yet, many complex questions remain. This study first examines the theoretical understanding of employee engagement. Then an empirical investigation is made of the role that a wide variety o...

Thesis (Ph. D.)--University of Nebraska--Lincoln, 2001. Includes bibliographical references.

Based on Lumpkin and Dess’s conceptualization of entrepreneurial orientation (EO), this paper presents a cultural model of entrepreneurship. We propose that a society’s propensity to generate autonomous, risk-taking, innovative, competitively aggressive and proactive entrepreneurs and firms will depend on its cultural foundation. The role of econom...

Over the years, much attention has been devoted to the functional aspects of leadership. In light of the continuing crises facing transforming former communist countries to some form of capitalism, a better understanding and analysis of the so-called "dark-side" of leadership now seems appropriate. After setting the historical and cultural foundati...